Course Descriptions

• Core Courses

  Core Courses

  All 5 courses are required.

  HRM 532 Foundations of Human Resources
  Foundations of Human Resources offers a comprehensive overview of key human resources (HR) functions essential for organizational success. This course explores strategic HR management, covering crucial areas such as recruitment, selection, performance management, employee relations, and workplace safety. Students will examine legal compliance, employment laws, and policy implementation in both union and non-union settings. The curriculum emphasizes HR's role as a strategic partner in today's competitive business environment, preparing practitioners to align HR practices with organizational goals and navigate contemporary workplace challenges. Through case studies and practical examples, students will gain insights into effective HR strategies that drive employee engagement, productivity, and overall organizational effectiveness.
  
  HRM 533 Employee Relations and Labor Management
  Employee Relations and Labor Management explores the complex dynamics of workplace relationships in today's global economy. Students examine the historical evolution of labor unions in the United States and the legal framework governing modern labor relations. Key topics include collective bargaining processes, dispute resolution techniques, and contract administration in both private and public sectors. 
  Through real-world case studies, students gain practical knowledge of labor relations practices, management strategies, and relevant government regulations. The curriculum emphasizes balancing employer and employee interests to foster adaptive work relationships in competitive environments. Discussions on current trends and future challenges in organized labor provide a forward-looking perspective, preparing human resources practitioners for the evolving employee relations landscape. 
   
  Prerequisites:  HRM532
  
  HRM 545 Employment Law and Policy
  Employment Law and Policy explores the legal landscape shaping modern workplace dynamics in this comprehensive course. Students gain practical knowledge of employment laws, government regulations, and management practices essential for human resources professionals. The course will focus on key topics including workplace safety, ethics, diversity management, hiring practices, employment contracts, and risk reduction strategies. Students will examine the evolution of employment laws and their application in private and public sectors. Finally, the course helps students build a strong foundation in employment law and policy to effectively navigate the complexities of today's employer-employee relationships.

  Prerequisites:  HRM532 and HRM533

  HRM 548 Diversity and Global Issues in the Workplace
  Diversity and Global Issues in the Workplace explores the complexities of managing human resources (HR) in an increasingly interconnected world. The course examines how immigration, global business expansion, and various dimensions of diversity shape contemporary workplaces. Students will investigate effective strategies for managing diverse, global workforces beyond mere legal compliance, recognizing diversity as a business necessity. Key topics include globalization of HR practices, DEI,  expatriation and repatriation, industrial relations in different regions, and navigating cultural differences. The curriculum also covers multinational corporate structures, regulatory environments, and strategic alliances. This comprehensive approach equips HR professionals with the knowledge and tools to effectively manage global organizations while maintaining competitive advantage in diverse markets.

  Prerequisites:  HRM532

  HRM 551 Business Acumen and Data Analytics for Effective HR Leadership 
  Business Acumen and Data Analytics for Effective HR Leadership equips human resources (HR) professionals with essential skills to align HR strategies with organizational goals. Students gain a deep understanding of business operations, functions, and competitive landscapes crucial for strategic HR decision-making. The course emphasizes HR data analytics, teaching students to leverage data-driven insights for project justification and strategic initiatives. Through practical applications, students learn to interpret and present HR metrics effectively, enhancing their ability to influence organizational decisions. The culmination of the course involves developing a comprehensive HR business case, allowing students to synthesize their learning and demonstrate the value of HR initiatives in driving business success.

  Prerequisites:  HRM532 and HRM533

• Electives

  Elective Courses

  Choose 4 from the list below.

  HRM 537 Employee Learning and Professional/Career Development
  Employee Learning and Professional/Career Development equips human resources (HR) professionals with modern strategies for fostering organizational growth through employee development. The curriculum covers comprehensive needs analysis, innovative training design, and effective evaluation methods. Students explore the latest learning technologies and adult education methodologies to maximize training impact. The course delves into strategies for cultivating a culture of continuous learning, developing both generalist managers and specialists, and implementing reward systems that encourage employee growth. Emphasis is placed on aligning learning initiatives with organizational goals and preparing HR practitioners to drive performance and career development in today's dynamic business environment.

  Prerequisites:  HRM532

  HRM 538 Organizational Development and Change Management 
  Organizational Development and Change Management prepares human resources (HR)  professionals to lead transformative initiatives in today's dynamic business landscape. The curriculum explores modern theories, competencies, and evaluation methods essential for driving innovative change across individual, team, and organizational levels. Students master change management tactics, organizational behavior strategies, and psychological aspects of change leadership. Key topics include managing resistance, leveraging organizational culture and politics, and implementing effective change strategies such as job redesign, downsizing, and structural reforms. The course emphasizes the HR practitioner's evolving role as an internal consultant and trusted business advisor, equipping students with practical tools to facilitate change, improve organizational performance, and foster employee engagement in various sectors of the global economy.

  Prerequisites: HRM 532

  HRM 541 Human Relations and Workforce Planning
  Human Relations and Workforce Planning explores the vital role of human resources (HR) in modern organizations, focusing on strategic talent management and organizational behavior principles. The course examines evolving workplace dynamics, including diversity, team interactions, and responses to unforeseen challenges. Students will learn to enhance work-life quality through effective communication strategies, career development planning, and employee assistance programs. The curriculum covers job enrichment techniques, flexible work arrangements, and recreational initiatives that foster employee engagement. By emphasizing the importance of joint employee-management participation, this course prepares HR leaders to make impactful decisions, improve productivity, and reduce turnover in various organizational settings.

  Prerequisites:  HRM532

  HRM 546 Job Evaluation, Compensation Systems, and Benefits
  Job Evaluation, Compensation Systems, and Benefits provides an in-depth exploration of advanced concepts crucial for HR practitioners. The course covers theoretical foundations and practical applications of job evaluation, compensation design, and benefits administration. Students examine legal requirements, comparable worth, and the impact of compensation systems on employee satisfaction and morale. Key topics include developing wage and salary surveys, creating equitable pay scales, implementing performance-based systems, and managing salary administration. The curriculum also analyzes various incentive structures, including bonuses, stock options, and special benefits. This comprehensive approach prepares HR professionals to design and manage effective compensation strategies that align with organizational goals and legal requirements.

  Prerequisites:  HRM532

  HRM 547 Performance Management in Organizations
  Performance Management in Organizations delves into the critical role of performance management in shaping individual and team behavior within companies. This course provides HR professionals with valuable insights into aligning organizational goals with effective HR practices. Students will examine strategies to drive performance, solve complex HR challenges, and master key aspects of talent management. Topics include performance appraisal, decision-making, recruitment, selection, orientation, motivation, and employee engagement. Performance Management in organizations equips HR practitioners with practical tools to enhance job satisfaction, improve retention, and maximize organizational effectiveness. This comprehensive approach prepares students to lead performance initiatives in today's dynamic business environment.

  Prerequisites:  HRM532

  HRM 552 The Strategic Organization: Communication and Employee Relationship Management 
  The Strategic Organization: Communication and Employee Relationship Management equips human resources (HR) professionals with essential skills for effective organizational communication and employee engagement. Students explore the strategic communication process and its critical role in business success. The course develops key traits of strategic communicators, including self-awareness, empathy, and critical thinking. HR practitioners learn to analyze complex situations and formulate impactful communication strategies. The curriculum also delves into the Engagement Equation, uncovering drivers of employee engagement and their connection to organizational goals. This comprehensive approach empowers HR leaders to foster a communicative culture, enhance employee relationships, and drive strategic objectives while optimizing costs and organizational performance.

  Prerequisites:  HRM532, HRM533 & HRM541

  HRM 553 HR Leadership, Performance Management and Organizational Effectiveness 
  HR Leadership, Performance Management, and Organizational Effectiveness explores the vital connections between leadership, performance, and organizational success in modern workplaces. Students examine how effective leaders motivate teams, navigate complex environments, and align organizational goals with performance practices. The course covers contemporary leadership theories, emerging issues, and essential performance management strategies. Human resources (HR) practitioners gain insights into improving organizational operations, structure, culture, and change management. This comprehensive approach prepares future HR leaders to drive organizational effectiveness, fostering environments where both individuals and companies thrive. Students develop skills to navigate political landscapes and implement strategies that enhance overall organizational performance.

  Prerequisites:  HRM532 and HRM547

  HRM 554 The HR Leader as an Organizational Consultant 
  

  Human Resource (HR) professionals can elevate their strategic value by developing internal consulting expertise and driving organizational performance and growth.
  The HR Leadership, Performance Management, and Organizational Effectiveness focuses on developing competencies in change management and workforce development through five key modules. Students will learn to evaluate organizational challenges, partner with business units, facilitate interpersonal processes, and prioritize stakeholder needs. The curriculum emphasizes a structured approach to consulting, including analyzing best practices, designing interventions, and adapting business policies. By the end of the course, HR professionals will be equipped to devise and execute project plans that enhance organizational effectiveness while fostering positive client relationships.

  Prerequisites:  HRM532 and HRM538

• Capstone Course

  Capstone Course

  Required course.

  HRM 595 Strategic Human Resources Master's Project
  The Strategic Human Resources Master's Project serves as a capstone experience for HR professionals pursuing advanced education. This intensive course examines current developments and critical issues in human resource management. Students explore diverse topics such as strategic HRM, productivity enhancement, workplace learning, diversity, data analytics, and talent management. Students synthesize their knowledge to produce a comprehensive applied research project by engaging in guided research and professionally oriented activities. This culminating experience allows students to demonstrate their mastery of complex HR concepts and their ability to apply strategic thinking to real-world challenges, preparing them for leadership roles in today's dynamic business environment.

  A grade of B or better is required to complete your degree.

  Prerequisites: Completion of 24 credits before registering

• Internship

  Internship

  Optional one-credit course for those who need field experience. 

  HRM 585 Human Resource Management Internship
  Master of Science in Human Resource Management graduate students may choose to gain field experience by completing an  internship practicum over and above the requirements for the Master of Science degree. The internship course requires a minimum of 45 hours of work in a setting that is outside of the student's current area of employment. Students must obtain approval from the faculty director to enroll in this S/U graded course. At the conclusion of the term, an Internship Project Requirement (Work Report) must be submitted to and approved by the faculty advisor who is mentoring and supervising the student's experience.

  Note: This is a one-credit course.

  Prerequisite: Matriculation in Human Resource Management Program